“They’re leaving their home country because they feel they have no choice if they want to survive,” said Dr. Aimee Hilado, an Assistant Professor at the University of Chicago Crown Family School of Social Work, Policy and Practice. “Oftentimes, their journeys are filled with trauma and a great deal of stress. So many of them talk about never feeling safe and never knowing when the fear is going to subside.”
Social workers who help newly arriving migrants hope for empowerment, better support
Applying an intersectional understanding of extra work behavior and emotional exhaustion in local public service
Abstract
In recent years, public administration scholars have started paying attention to intersectionality of government workforce identities and its implications for diversity management. This study unpacks how the intersection of multiple identities increases the transaction costs inherent to underrepresentation by looking at employee engagement in uncompensated extra-role behaviors and its effect on emotional exhaustion. Using a structural equation model, we analyze original survey data of Los Angeles city government employees. Our analysis finds that the extra work experiences of minority employees are not homogenous within racial, gender, or generational groups. Among Black employees, it is women who bear the brunt of extra work burden. Further, among Black women, it is older generations who disproportionately engage in extra work and suffer from emotional exhaustion. An intersectional approach is critical to identifying the personnel most vulnerable to disproportionate job burdens and developing the human resource management practices that better support a diverse workforce.
Abstract
최근들어 점점 더 많은 행정학자들이 정부인력의 정체성에 기반한 교차성과 이에 관련된 조직의 다양성 관리에 관심을 기울이고 있다. 본 연구는 인종, 성, 나이 등 모든 개인이 지닌 복수의 사회적 정체성에 초점을 두어, 조직 내 집단 간 상호 작용 중 일부 집단의 거래 비용이 그들의 낮은 교차적 대표성 때문에 증가하는지, 그리고 그러한 조직행동이 수당 외 추가 근무의 짐을 전가하며, 종국엔 근무소전까지 유발하는지 조사한다. 이를 알아보기 위해 해당 연구는 미국 로스엔젤레스 시 정부의 직원들을 대상으로 수집한 서베이 데이터를 구조방정식 모형을 이용해 분석한다. 분석 결과, 소수 집단의 수당 외 근무 관행은 인종, 성, 세대 등 각 집단 이내에 동일하지 않은 것으로 판명된다. 먼저, 흑인 직원들 사이에선 남성보다 여성 집단이 더 많은 수당 외 근무의 짐을 지는 것으로 파악된다. 더 나아가, 흑인 여성 집단 이내에선 나이가 더 많은 세대가 적은 세대보다 불균형적으로 더 많은 수당 외 근무의 짐을 지며, 그 결과 더 심각한 근무 소진을 겪는 것으로 평가된다. 본 연구는 교차성을 활용한 이론과 분석 접근 방법이 불균형한 업무의 짐에 어느 집단이 더 취약한지를 밝혀내고, 더 나아가 다양한 정부 인력을 더 효과적으로 지지할 수 있는 인적자원관리에 중대한 조명을 할 수 있음을 보여준다.
Narrowing (Achievement) Gaps in Higher Education with a Social-Belonging Intervention: A Systematic Review
Abstract
The social-belonging intervention is a wise psychological intervention designed to convey the message that worries and doubts about belonging during transition into higher education are common to all first-year students and tend to dissipate with time. The aim of this first systematic review on the social-belonging intervention was to investigate whether it can reduce achievement gaps in postsecondary education. Moreover, research questions about other outcomes possibly affected by this intervention and factors that may affect its efficacy were investigated. The protocol of this systematic review was registered with INPLASY. Four databases were searched for randomised control trials published in peer-reviewed journals testing the intervention in higher education. In total, 17 articles, which included a total of 21 studies, satisfied the inclusion and exclusion criteria as well as the quality assessment and were therefore included in this review. The reviewed research suggests that the intervention can narrow achievement gaps in higher education, as well as affect sense of belonging, academic fit, perception of adversities, use of campus support and the mental and physical health of disadvantaged students. These findings and their limitations, future research directions and recommendations are discussed in the final section.